When you bring someone onto your team, you take an undeniable risk. You can only ever have a brief idea of what that person is like before you trust them with your company, after all. You can do all the background checks and interviews you like, but you’re still going into things blind. All you can do is hope that your gut instincts prove you right. Otherwise, it’s your reputation on the line.
Of course, there are steps you can take to ensure employment is a measured risk. Doing thorough reference checks, for instance, can take you far. If you’re particularly risk averse, you could even hire from a trusted recruitment service like DSC Personnel. That way, you could rest easy that someone else has taken care of those checks for you.
Either way, there comes a time during any new employment where a review is necessary. This is your first chance to check in with new employees. If you don’t do this already, then, it’s past time you implemented a scheme by at least thirteen weeks. But, how exactly can you ensure these reviews are as efficient as you need them to be?
Make sure to review performance
The performance of this new employee should, most definitely, be the focus of any review. That is, after all, the most pressing thing that you need to assure yourself of. As such, you could benefit from asking them both what they’ve done, and what they intend to achieve. You could also review their performance on individual projects. Make an effort, too, to ask which part they’ve played in the things they’ve done since joining.
Remember that this is about both of you
Bear in mind, though, that this review is about the two of you. At this stage, you’re both testing each other out. If you make this review a one-sided attack, there’s every chance your employee will walk. After all, they’re not committed to you as a company yet and have no real reason to stick around. Don’t let that happen. Instead, ensure that this review is a two-way conversation. Ask the employee about anything they’ve seen which they aren’t happy with. Make sure to also discuss any ways you could make their life easier during the working day. This shows that you care. It also demonstrates a desirable flexibility which could keep staff around for longer.
Discuss possible areas of growth
As the review wraps up, remember that this is also about moving forward in your relationship. As such, it wouldn’t hurt to give that employee some idea of any future training you have in mind. You could even just mention projects you’re considering them for. This ensures your reviews end on a positive footing. It also helps to keep employees engaged and interested in what you have to offer.
Whatever you do, avoid treating meetings like these as disciplinary measures. A review like this is merely a chance to check-in, address issues, and move forward on stronger footing.
